員工知覺企業教育訓練供給與自身學習需求差異對組織承諾及留任意願之影響

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：134

、訪客IP：3.145.88.20

姓名

葉筱屏(Hsiao-Ping Yeh) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

員工知覺企業教育訓練供給與自身學習需求差異對組織承諾及留任意願之影響
(The impact of employee-perceived difference between supply and demand of employee training on organizational commitment and retain intention.)

相關論文

★ 業務主管領導力對部屬招募行為之影響-以S壽險公司為例	★ 人力精簡對企業績效的影響–以產業特性為調節變項
★ 經理人超額薪酬、經理人異動與公司績效之關係	★ 人口老化對企業之影響與因應對策-以傳統產業為例
★ 運用羅吉斯迴歸探討企業績效、公司治理與經理人異動之關聯性	★ 護理人員組織承諾與專業承諾對離職傾向與離業傾向的影響
★ 運用存活分析探討高科技產業招募者人格特質與離職風險之關聯性-以A公司為例	★ 金融電子化對台灣銀行業組織績效及人力彈性影響之探討
★ 人力資源部門角色與功能轉變之個案研究	★ 高階主管薪酬級距與公司績效之關聯性分析
★ 人力招募政策及主管領導風格對新進人員晉升與離職傾向之影響-以房仲業S公司為例	★ 影響台灣勞工赴海外就業的決定性因素
★ 董事會特性對企業績效之影響-以人力資本為調節變項	★ 董事會異質性之決定因素
★ 公司治理結構與就業調整	★ 總經理雙元性、股權集中度、人力資本與組織績效

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

受到外部環境改變的影響，人力市場的供給短缺，造成企業招才不易，而優秀的人才是企業維持競爭優勢的重要資源，因此如何培養和留住具有潛能的員工，對企業是當前是很重要的議題。而企業實施的教育訓練對於員工來說是否能符合個人的需求，會影響員工的對於企業的認同感以及個人的學習意願，進而影響員工的留任意願及學習成效。
本研究目的在探討員工知覺企業教育訓練的供給與需求差異是否會對員工之組織承諾與留任意願產生影響，以問卷調查法，對目前在台灣地區就職的企業員工為研究對象，共取得254份有效問卷，並利用統計軟體SPSS與Amos軟體進行資料分析。
分析結果顯示，企業教育訓練供給的程度愈大，會影響員工的留任意願程度，而且企業供給和員工學習需求差異程度愈小，會影響員工的情感承諾和規範承諾程度，進而影響員工的留任意願。。
綜合研究結果，企業的教育訓練的實施應同時考量企業組織目標與員工的學習需求，才能同時達到組織維持競爭優勢之目標和員工技能提升，並且企業也能留住人才。因此若企業希望能增加員工的留任意願或是提高員工的組織承諾程度，可以從教育訓練需求分析著手，協助企業的教育訓練實施能更符合員工的學習需求。

摘要(英)

Affected by the changes in external environment, the shortage of supply in the labor market makes it difficult for companies to recruit talents, and excellent talents are an important resource for companies to maintain a competitive advantage. Therefore, how to training and retain potential employees is very important issue for enterprises at present. Whether the employee training supplied by the enterprise can meet the individual needs of the employees will affect the employees′ sense of identity with the company and their personal willingness to learn, and then affects their retain intension and their learning effectiveness.
The purpose of this research is to explore whether the differences in the supply and demand of employees′ perception of employee training will have an impact on employees′ organizational commitment and retain intention. Using a questionnaire survey method, the research objects are corporate employees currently working in Taiwan, and a total of 254 valid questionnaires were obtained. And the statistical software SPSS and Amos were used for data analysis.
The analysis results show that the greater the supply of employee training in the company, the greater the degree of employee retain intention, and the smaller the difference between company training supply and employees′ learning needs, the greater the degree of affective commitment and normative commitment of employees, and then affects employees retain intention.
In conclusion, the supply of employee training of company should consider both the organizational goals of the company and the learning needs of employees, so as to achieve the goal of maintaining a competitive advantage for the organization and improve the skills of employees, and the company can also retain talents. Therefore, if a company hopes to increase employees retain intention or improve the organizational commitment of employees, it can start from the analysis of education and training needs, and assist companies in the supply of training to better meet the learning needs of employees.

關鍵字(中)

★ 教育訓練
★ 供給程度
★ 需求程度
★ 組織承諾
★ 情感承諾
★ 持續承諾
★ 規範承諾
★ 留任意願

關鍵字(英)

★ Employee training
★ Supply
★ Demand
★ Organizational commitment
★ Affective commitment
★ Continuance commitment
★ Normative commitment
★ Retain intention

論文目次

摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 vi
表目錄 vii
一、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 2
1-3 研究流程 3
二、文獻探討 4
2-1 教育訓練的定義與理論 4
2-2 組織承諾的定義與理論 10
2-3 留任意願的定義與理論 13
2-4 教育訓練供需差異與留任意願之關係 13
2-5 教育訓練供需差異與組織承諾之關係 15
2-6 組織承諾與留任意願之關係 15
2-7 教育訓練供需差異、組織承諾與留任意願之關係 16
三、研究方法 18
3-1 研究架構 18
3-2 研究假設 19
3-3 研究變項之操作性定義與衡量 19
3-4 資料蒐集和分析方法 24
四、研究結果 26
4-1 敘述性統計 26
4-2 信度和效度分析 27
4-3 平均數、標準差與Pearson相關分析 30
4-4 假設檢定分析 33
4-5 假設檢定結果彙整 43
五、結論與建議 46
5-1 研究結論 46
5-2 管理意涵 48
5-3 研究限制與建議 50
六、參考文獻 51
附錄 55

參考文獻

鄭晉昌、林俊宏、黃猷悌 (2006)。人力資源 e 化管理:理論、策略與方法。前程文化。
李誠(2001)。高科技產業人力資源管理，台北:天下遠見出版股份有限公司。李誠、黃同圳、房美玉、蔡維奇、林文政、鄭晉昌、劉念琪、胡昌亞、陸洛(2018)。
人力資源管理的 12 堂課，第四版，台北:遠見天下文化。
黃英忠、曹國雄、黃同圳、張火燦、王秉鈞 (2002)。人力資源管理。華泰文化。
張春興(1994)。教育心理學:三化取向的理論與實踐。台北市:東華書局。
張火燦(2008)。策略性人力資源管理。揚智文化。
黃良振(1996)，觀光旅館業人力資源管理。台北:文化大學出版部。
Raymond A Noe. (2008). Employee Training and Development.簡貞玉譯。五南圖書。
陳志發(2002)，員工股票選擇權滿意度對離職意願.組織承諾關係之研究--以外商高科技公司為例，國立中央大學，碩士論文。
徐正屏(2002)，員工對民營後人力資源管理制度知覺與組織承諾關係之研究-以中華電信南區分公司為例，國立中山大學，碩士論文。
B Black, J. S., & Stevens, G. K. (1989, August). The influence of the Spouse on Expatriate Adjustment and Intent to Stay in Overseas Assignments. In Academy of Management Proceedings (Vol.1989, No. 1, pp. 101-105). Briarcliff Manor, Ny 10510:Academy of Management.
Buchanan, B. (1974). Building organizational commitment : The socialization of managers in work organizations. Administrative Science Quarterly, 533-546.
Das, B. L. & Baruah, M. (2013). Employee Retention: A Review of Literature. Journal of Business and Management, 14(2), 08-16.
Gary Becker. (1964). Human Capital Revisited : On the Interaction of General and Specific Investments.
Gregory, D. M., Way, C. Y., LeFort, S., Barrett, B. J., & Parfrey, P. S. (2007). Predictors of registered nurses’ organizational commitment and intent and intent to stay. Health Care Management Review, 32(2), 119-127.
Hall, D. T., Schneider, B., & Nygren, H. T. (1970). Personal factors in organizational identification. Administrative Science Quarterly, 15(2), 176–190.
Herzberg B. M. (1959), The Motivation to Work, New York: John Wiley.
Hrebiniak, L. G., & Alutto, J. A. (1972). Personal and role-related factors in the development of organizational commitment. Administrative Science Quarterly, 17(4), 555–573. Huang, W. R. (2019). Job Training Satisfaction, Job Satisfaction, and Job Performance. Career Development and Job Satisfaction. IntechOpen.
https://doi.org/10.5772/intechopen.89117.
Jackson, S. E., & Schuler, R. S. (1995). Understanding human resource management in the
context of organizations and their environments. Annual Review of Psychology, 46, 237-264.
Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33, No.4, pp.499-517.
Kraut, A. I (1975). Predicting turnover of employees from measured job attitudes.
Organizational behavior and human performance, 13(2), 233-243.
Kirkpatrick, D. L. (1959). Techniques for evaluating training programs. Journal of American Society of Training Directors, 12(3-9), 21-26.
Kirkpatrick, D. L. (1987). “Evaluation of training.”. In R. L. Craig(ed), Training and Development Handbook, 2nd., 18-27.
Kirkpatrick, D. L. (1994). Evaluating training programs: The four levels. San Francisco, Canada: Berrett-Koehler Press.
Laser, S. A. (1980). Dealing with the problem of employee turnover. Human resource management, 19(4), 17-21.
Maslow, A. H. (1970). Motivation and personality. Ny: Harper and Row.
McGehee & Thayer. (1961). Training in Business and Industry. N.Y.: John Wiley & Sons.
Meyer, J. P. and Allen, N. J. (1990). The measurement and antecedents of affective, continuance and normative commitment the organization. Journal of Occupational
Psychology, 63(1), 1-18.
Meyer, J. P. and Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Milkovich, George T. , Newman, Jerry M. and Gerhart, Barry A. (2005) Compensation. McGraw-Hill/Irwin. New York.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages : The psychology of commitment, absenteeism, and turnover(Vol.153). New York : Academic press.
Mowday R. T., Steers R.M., & Porter L.W. (1979). The Measurement of Organizational Commitment. Journal of Vocational Behavior, 14, 224-227.
Nadler,Leonard. (1989). Development Human Resource. Jossey-Bass Inc.
Noe, R. A. (1986). Trainees’ attributes and attitudes: Neglected influences on training effectiveness. Academy of Management Revies, 11(4), 736-749.
Noe R.A.(1999). Employee Training and Development. New York: McGraw-Hill Inc.
Price & Mueller (1981). Professional turnover: The case for nurses. Iowa: Iowa State University Press.
Ribelin, P. J. (2003). Retention reflects leadership style. Nursing Management, 34(8), 18-19.
Schmidt, S. W. (2007). The relationship between satisfaction with workplace training and overall job satisfaction. Human resource development quarterly, 18(4), 481-498.
Robbins, S. P.(2003). Organizational Behavior, Upper Saddle River, New Jersey: Prentic-Hall International, Inc.
Singh, K. (2004). Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources, 42(3), 301-317.
Steers, R. M. (1977). Antecedents and outcomes of organization commitment. Administrative Science Quarterly, 22, 46-56.
Stevens, J. M., Beyer. (1978). Assessing Personal, Role and Organizational Predictors of Managerial Commitment. Academy of Management Journal, 21(3), 380-396.
Stipek, D.(1995). Effects of different instructional approaches on young children’s achievement and motivation. Child Development, 66(1),209-23.
Tai, W. T. (2006). Effects of training framing, general self-efficacy and training motivation on trainees’ training effectiveness. Personnel Review, 35(1), 51-65.
Tett, R., Meyer, J. (1993). Job satisfaction, organizational commitment, turnover intention and turnover: Path analyses based on meta-analytic finding. Personnel Psychology, 46(2), 259-291.
Thomas, K. W., & Velthouse, B. A. (1990). Cognitive elements of empowerment: An “interpretive” model of intrinsic task motivation. Academy of management review, 15(4), 666-681.
William H. Whyte (1956). The organization man. Simon & Schuster.

指導教授

陳明園(Chen-Ming Yuan)

審核日期

2022-5-23

推文